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Get In Touch

By submitting an enquiry through 'get in touch' your data will only be used to contact you regarding your enquiry.
If you would like to receive newsletters from Thomson Snell & Passmore please use the separate form below.

I agree to be 'opted in' to receive the Thomson Snell & Passmore communications I have selected above. I understand that this means they will send me relevant content based on the options I have selected. \n\n If you do not wish to receive promotional material from Thomson Snell & Passmore please contact us using the following link: info@ts-p.co.uk

Workplace Law - November 2017

In the wake of a number of high profile allegations of sexual harassment we consider how to deal with sexual harassment in the workplace in this month’s Workplace Law. We also consider on going case law developments in respect of employment status and the risk assessment you need to perform for women who want to breastfeed at work.

Half of British women and a fifth of men have been sexual harassed in the workplace, a BBC report revealed recently.

The #metoo campaign that’s swarming social media has revealed that many individuals are not aware of what actually constitutes sexual harassment and that there are far more victims then we currently think.

As the legal definition of sexual harassment covers a wide range of behaviour and is subjective in its nature, actions that have previously been dismissed as “banter” or “harmless flirting” could now land employers in deep trouble if it’s not dealt with properly we thought it might be helpful to give you some guidance on how best to deal with a complaint of sexual harassment if you were to receive one.

Just over a year ago two drivers brought an action against Uber in the Employment Tribunal (ET) arguing that they should be treated as employees. The ET concluded that Uber drivers were not employees but that they were workers as a result of which they were entitled to be paid the minimum wage, receive paid statutory holiday and be paid statutory sick pay.

In a recent ruling, the European Court of Justice (ECJ) found that a minimum height requirement for applicants to the Greek police force fell short of what EU law required. This is case is a useful reminder that using a one-size-fits-all approach is not rarely an appropriate way of dealing with issues.

We have considerable experience of producing carefully drafted disciplinary and grievance policies, putting in place a clear process for dealing with issues. When problems arise, we frequently provide our clients with support throughout the disciplinary and grievance process, in order to ensure that their interests are protected.

We act for businesses of all shapes and sizes and in many different sectors. Our advice covers all aspects of the employment relationship, helping to settle disputes, defending employment tribunal claims and providing immigration compliance audits.

We have a track record of success in representing respondents and defending claims brought by employees or potential employees for unfair dismissal, discrimination or unlawful deduction from wages.

Get In Touch

By submitting an enquiry through 'get in touch' your data will only be used to contact you regarding your enquiry.
If you would like to receive newsletters from Thomson Snell & Passmore please use the separate form below.

I agree to be 'opted in' to receive the Thomson Snell & Passmore communications I have selected above. I understand that this means they will send me relevant content based on the options I have selected. \n\n If you do not wish to receive promotional material from Thomson Snell & Passmore please contact us using the following link: info@ts-p.co.uk

I agree to be 'opted in' to receive the Thomson Snell & Passmore communications I have selected above. I understand that this means they will send me relevant content based on the options I have selected. \n\n If you do not wish to receive promotional material from Thomson Snell & Passmore please contact us using the following link: info@ts-p.co.uk